03. Factors affecting Employee Engagement
It is evident that employee engagement may influence organizational effectiveness. Employee engagement has a positive relationship with the organizational outcomes, such as increase the profitability and drive to enhanced financial performance. Further, employee engagement will retain the best employees and the organization (Macauley, 2015).
The rapid change in global economy cause the change of organizational culture and the perception of engagement in the organization. Karthikeyan et al., (2013) mentioned numerous factor could contribute to predicting employee engagement like leadership style, organizational culture, and compensation.
Leadership
Leadership and employee engagement together have positive and significance relationship. Additionally, leadership style developed as the most influential factor towards the employee engagement followed by work-life balance, communication and pay and benefits (Ganesan et al., 2017). In addition, the conduct of a leader will inspire the motivation of employees to work effectively and play vital roles in developing a positive working environment.
Organizational Culture
Organizational culture can be defined as a value, and assumptions about the company among the employees which can lead employees to perform well in their jobs. Additionally, organizational culture could provide a framework about the behavior of employees in their workplace, and it impacts positively or negatively on employee engagement (Jablonowski, 2017). Therefore, organizational culture has a positive association with employee engagement in the organization and healthy corporate culture will lead to the high level of commitment to employees’ role in the work place.
Compensation
Calvin (2017) recognizes compensation which has an intrinsic and extrinsic reward earned by the employees as a part of the employment relationship. It is understood that the employees that rewarded fairly, if compensation that they receive is reasonable with the scope of their job, they will feel compelled to their jobs and successful in the organization. Compensation has a limitless impact on employee engagement in the present-day. Further, compensation could increase the engagement between employee and organization if employees received pay according to their competencies and performance and it can further increase the motivation of the employees to perform in their jobs, which, in turn, raise the level of engagement of employees in the organization.
Reference List
- Calvin, O. Y. (2017). The Impact of Remuneration on Employees’ Performance : A Study of Abdul Gusau Polytechnic, Talata-Mafara and State College of Education Maru, Zamfara State. Nigerian Chapter of Arabian Journal of Business and Management.Review. https://doi.org/10.12816/0037554
- Ganesan, J., Zainal Ali, M., & Fageeh, M. A. (2017). Determinants of Employee Engagement in the Malaysian Health Care Industry. https://doi.org/10.5829/idosi.wasj.2017.2180.2186
- Jablonowski, L. (2017). Healthy organizational culture – healthy employees? Effectiveness of organizational culture on perceived health of German police officers. International Journal of Police Science & Management. https://doi.org/10.1177/1461355717716680
- Karthikeyan, P., Devi, N., & Mirudhubashini, J. (2013). A Study on Employee Engagement in Construction Firms with Special Reference to Coimbatore City. International Journal of Human Resource Management and Research.
- Macauley, K. (2015). Employee Engagement : How to Motivate Your Team ? Journal of Trauma Nursing, 22(6), 298–300.
yes Studies have found positive relationship between employee engagement and organizational performance outcomes: employee retention, productivity, profitability, customer loyalty and safety. Researches also indicate that the more engaged employees are, the more likely their employer is to exceed the industry average in its revenue growth. Employee engagement is found to be higher in double-digit growth companies. Research also indicates that engagement is positively related to customer satisfaction (Coffman, 2000; Ellis and Sorensen, 2007;
ReplyDeleteTowers Perrin Talent Report, 2003; Hewitt Associates, 2004; Heintzman and Marson, 2005; Coffman and Gonzalez-Molina, 2002).
Yes Chandana, High level of engagement are associated with high level of performance, citizenship behavior and individual well-being. (Truss, et el,. 2013).
DeleteAgreed, As per Armstrong (2009) Organizational culture is defined by the behaviors, attitudes, traditions, and written and unwritten laws that are passed down through generations. Individuals and groups' communication with one another, with customers, and with stakeholders is influenced by culture. Organizational culture, simply said, is the way things are done around here, and how much employees identify with their firm can be changed.
ReplyDeleteAgreed with you Sampath. Employee engagement is also indicator of high productivity and employee retention (Srivastava & Bhatnagar, 2008). Employees who align with the organizational culture will deliver more results by increasing efficiency of the organization.
DeleteI am agreed, the perspective of leadership amid employees and organizations goals and objectives. Leadership influence followers to increase their productivity (Silva and Iddagoda, 2021).
ReplyDeleteYes Amila, Employee engagement is the cornerstone up on which rests a number of better business outcomes such as productivity, improved bottom lines, growth, and customer satisfaction, employee retention and safety.
DeleteI greed with you. Further, ( C Zehir, E Erdogan - Procedia-Social and Behavioral Sciences, 2011) it describe relationship between leadership and employee engagement. Job satisfaction coming under employee engagement. Yukl (2002) proposed that leadership is the way of influencing others to see how/what can be
ReplyDeletedone effectively and the process of assisting common purpose individually or collectively. Iliyas (2003)
indicated that customer focus, sales target, communication and conflicts, process improvement, invention
and innovation, employee involvement, lack of motivation are some leadership obvious problems. Owing
to these problems job performance decreased subsequently (Daft, 2003)
Agreed to a some extent. Employee engagement is not only ensures full commitment from the employees but also creates passionate and enthused workers who strive hard to work towards the organization’s vision and their personal goals (white,2008).
DeleteIn agreement to you. Further the following factors too can be considered for positive employee engagement;
ReplyDelete1. Work Design - According to Bersin (2015) employee engagement can be increased through job related components such as job-person fit, mastery, small team scale, and slack time and further components such as job resources and job characteristics (Mauno, Kinnunen & Ruokolainen, 2007; Crawford, LePine, & Rich, 2010).
2. Recognition - According to Robinson et al. (2004) recognition, including informal recognition, informal manager feedback, and formal, nonfinancial programs in an employee engagement model as a salient driver of engagement in an organization.
3.Learning and Development - According to Schaufeli and Salanova (2007) through developing employees throughout their careers and meeting their needs, the organization can effectively keep them engaged.
Strongly agreed with you. Kahn (1990) reported that in addition to using one’s full self to work, an employee could be engaged at 3 different levels; physical, emotional and cognitive and these 3 levels are in turn affected by 3 psychological factors; meaningfulness, safety and availability. With these positive factors it is much easier for an organization to run towards its stated goals with engaged employees.
DeleteAgreed with the argument. A talent management strategy comprising of career planning, organizational support and incentives can result in high engagement and reduced attrition levels in the organization (Bhatnagar, 2007). Employee engagement-friendly culture appreciates the diversity related to talents and skills that come in with the employees and prompts the employees to aspire for and achieve the vision of future (Cristina, 2008).
ReplyDeleteYes Khalid, The concept of employee engagement has naturally evolved from past research on high involvement, empowerment, job motivation, organizational commitment and trust (Bernthal, 2009). Further, Gallup Research Group defines employee engagement as the individual’s involvement and satisfaction with as well as enthusiasm for work.(Hater et el,2002).
DeleteAgreed. Further, Mani (2011) stated four drivers, namely employee welfare, empowerment, employee growth and interpersonal relationships as key drivers of employee engagement. Seijit (2006) point out the 10 Cs of Employee Engagement, namely Connect, Career, Clarity, Convey, Congratulate, Contribute, Control, Collaborate, Credibility & Confidence.
ReplyDeleteAgreed with you Nuwan, High level of engagement are associated with high level of performance, citizenship behavior and individual well-being. (Truss, et el,. 2013).
DeleteAgreed, in addition to this, according to (Patro, 2013) Career Development Opportunities also influences employee engagement and personal development, in the sense of Organizations provide employees with opportunities to develop their abilities , learn new competencies, gain new knowledge and realize their potential with high levels of engagement.
ReplyDeleteAgreed with you. As you stated in your comment employee engagement reflect the relationship between organization and the employee. When organization able to maintain positive employee engagement it will able to achieve the goal and objectives effectively.
DeleteEmployee engagement is also indicator of high productivity and employee retention (Srivastava & Bhatnagar, 2008).
ReplyDeleteAgreed with your points. Attitudes are mainly effecting to the employee engagement. If the employee are not happy at their work, organization need to give attention internally and take control of the situation (Lazor , 2014).
That is true. Its highly important to have a team with good attitudes. Further it may create a pleasant work environment and will lead the team to a better level while achieving organizational goals.
DeleteAgree with your views But as the concept of employee engagement has grown in popularity and use, there had been significant changes in definition, measurement, and conceptualization of the same (Bakker & Demerouti, 2018)
ReplyDeleteAgreed to a some extent. As per researchers, there is no universal definition for Employee engagement. With positive factors and the leadership in the work environment , employees will engage more towards their jobs.
DeleteAgree Rohini, and also as a leader of an organization most important factor is high employee engagement and high-performance of employees working under the team leader (Wilson, 2017). Engagement is a positive, two-way, relationship between an employee and the organization (Armstrong, 2010).
ReplyDeleteCOVID-19 disrupting businesses all over, most teams have been forced to go work from home. In this situation, Virtual team building activities for corporates can help to bring remote teams closer and boost productivity.
ReplyDelete